Candidates have to torture themselves through endless procedures, even though the job advertised internally has long been taken. And they are sitting face to face with petrified smile, claiming that "everyone has the same chances with us" and not sticking with the reasons why you are in the same place Casting no progress. Although that would be a help ...
An extraordinary dispute before the regional court of Stuttgart caused 2010 to look into German personnel departments: one applicant had not been invited to the interview and had subsequently sued a window builder for discrimination.
The reason: The woman from East Germany had received with the cancellation of the employer their application folder with the post. The words "OSSI" were written in bold letters on the documents - next to them was a thick minus sign.
The General Equal Treatment Act - naked idiocy?
In her claim for damages, the attorney of the rejected applicant appealed to the General Equal Treatment Act (AGG) - a law that has decisively changed the work of the staff and their dealings with candidates in talks in recent years.
In 2006 the AGG entered into force. Prior to this, discussions had been taking place for many years, because its effectiveness in practice was, to put it cautiously, controversial. Specifically, the AGG considers the AGG to be naked. They even think that it hurts applicants. Why?
Theory and Practice of the The General Equal Treatment Act
Let us first look at the precise wording of the General Equal Treatment Act: "The aim is to prevent or eliminate discrimination based on racial or ethnic origin, sex, religion or belief, disability, age or sexual identity. "
In practice, this has the consequence, among other things, that in job advertisements it is concealed whether one wishes for a woman or a man for the job to be filled. There is no information on age or what you have to physically do to get a job done.
The fear of burning his mouth
So as not to burn your mouth, employers say: "Everyone has the same opportunities!". We know that this is an AGG white lie. Because in the end they are picking out exactly those applicants who want them.
When researching our book, a HR manager told me in conversation that it was clear in advance, of course, "This job can only be done by one woman!" Or "A man will do good to this corporate department!" But she would never publicly admit these considerations , However, the decision often falls by gender or the age of an applicant.
Unfriendly rejections or no reactions, curious job interviews undecided employer: Annette Gerlach knows them all from their own experience, the curious situations in the job search. The Diplom-Betriebswirtin and personnel officer wrote at their best times eight to ten applications per week, across Germany.
And remembers successes. For example, that job interview that only lasted 27 minutes. At first, she was little convinced of the conversation: "The HR Manager just ticked the questions through and I talked the whole time," reports Gerlach. "At first one wonders why you actually drove 565 kilometers!"
Then when the positive feedback came, the applicant was surprised: she was in the application process a round weiter.Man must just, so their conclusion, always wait and see what comes. "Personnel often value a conversation better than you do!"
Annette Gerlach often wondered enough. She once worked for four days for rehearsal at a local authority, for a position as a job coach: "But nobody could tell me whether the job is free at all."
At the end, the HR specialist, unnerved, withdrew her application. At the beginning of September, the job had been advertised again. She had another job interview in a DB lounge: "You have to deal with the background noise as a candidate," she says. And a few days ago, Gerlach received back documents - from a two-year-old application.
Do not take it personally
But the business economist tries not to take the negative experiences personally: "Personnel are only human - and often only small cogs in the company," knows Gerlach through her experience from the other side of the desk. Often, they just do not have enough time to handle the large number of applications appropriately. Or too little influence on the job policy in the company.
However, she admits that many colleagues tend to be closed-minded or show no appreciation to applicants - for example, by looking for candidates with a fake profile in online networks. "As a result, applicants as a person do not feel taken seriously and demotivated," warns Gerlach. Finally, this would mean that companies would be rated negatively on relevant websites.
Open dialogue between staff and applicants
Annette Gerlach is therefore open to dialogue between applicants and staff: she tweets and blogs about her application experience. Since 2005 she looks after the group "Arbeitslos na und !? Do not make yourself smaller than you are "in the online network Xing.
She has already found a job through Xing. The companies reacted mixedly to their online activities: "The more conservative colleagues warn me to be too open," reports Gerlach. Many others, however, find their involvement absolutely great. "And those are probably the companies that suit me."
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